30 Jul
[email protected] Leadership

Integrity Gauge

A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent.
–Douglas MacArthur, American Five Start General

Does your work culture value integrity? If yes, does it conduct surveys and solicit feedback to validate their perceptions of integrity within the workplace?

We’ve worked with companies that do measure it (along with other dimensions), and sadly integrity year over year gets rated poorly.

Why?
It was felt that leadership did not exhibit the behaviors that were desired in others, and that the actions, processes, and communication (or lack of) did not support the company values and beliefs.

Gauge Yourself:
1.    I always act with positive intent
2.    I do not avoid answering questions truthfully, even when the issue is tough ex. layoffs
3.    I own up to my mistakes and take steps to not repeat them
4.    I am willing to say what I’m thinking, even when I’m in the minority
5.    I treat others fairly and respectfully regardless of position/title
6.    I lead by example
7.    I always fulfill my promises/commitments
8.    I’m respectful of others’ time and am always punctual
9.    I call others out when the work values are not supported
10. I don’t make excuses for poor behaviors or actions displayed by myself or others
11. I address disruptive behaviors and conflict quickly and respectfully
12. I am not easily influenced by those more senior to me when things seem “off” and remain true to myself
13. I encourage collaboration for the attainment of results
14. I make an effort to build a work culture that encompasses trust
15. I give credit when and where credit is due

So, how’s your integrity gauge? Is there anything you want to work on? Would others agree with your self-assessment?

It is true that integrity alone won’t make you a leader, but without integrity, you will never be one.― Zig Ziglar

23 Jul
[email protected] Leadership

Staying Engaged and Connected

Keep yourself calm and stay engaged with a dedication to fulfilling your goals.
–Milind Audichya

Are you noticing that colleagues are more restless than ever? That motivation and energy levels are low, and even while on video calls, many prefer to turn their camera off making it hard to assess who’s engaged and who is not?

It’s been reported that while most companies are doing a good job keeping their employees safe and providing opportunities for a stable work culture, more is needed while we work through the COVID-19 pandemic.

Willis Towers Watson, a global advisory and solutions company, tracked more than 100,000 global employees to assess the impacts of COVID-19.  They found:

    • Over nine in 10 employees (92%) reported some level of anxiety
    • 55% indicated a moderate or high degree of anxiety
    • 70% shared they were at least somewhat distracted from a work perspective
    • 32% said they were able to balance working from home with other responsibilities
    • 61% had financial concerns
    • 25% expressed a moderate or high degree of worry
    • Less than half (46%) reported their company was making it easier to access or apply employee benefits related to COVID-19 care
    • 78% agree their leaders have been effective at focusing on work objectives – (that’s impressive!)
    • 16% of employees in stronger team environments have lower rates of distraction while those that struggle collaborating (56%) are more distracted

So what else can we as leaders do?

  1. Be available when support is needed, both for those working from home, and even more so for the “essential workers” that have additional challenges
  2. Assess if there’s a need/opportunity/budget to update work at home equipment
  3. Keep all employees/consultants/colleagues informed
  4. Stress collaboration and the need for teamwork
  5. Share weekly priorities; assign “who” needs to do “what” by “when”
  6. Schedule one on one time
  7. Build in time each week for relationship building. Our team is currently using:
    4,000 Questions for Getting to Know Anyone and Everyone by Barbara Ann Kipfer.  Certainly plenty to choose from!
  8. Be patient! Schools may or may not reopen (ditto for day care), so stress levels and time management may be even more challenging.

Do you have any tips to share for helping others stay engaged and connected? Let us know!

Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.–Zig Ziglar

16 Jul
[email protected] Leadership

Why Give Feedback?

Feedback is the breakfast of champions.
—Ken Blanchard

Why Give Feedback? The intent is to help others grow and thrive, help them understand perceptions about what they do well and what can be improved upon, and it’s a great opportunity to address any actions or behaviors that should be stopped.

All feedback should be delivered respectfully and with specific examples that support your message.

A recommended process is:

ASK – stimulate reflection about what is being discussed

LISTEN – self perceptions can differ greatly from “outside” perceptions

THINK – are there opposing views? What about ideas for improvement?

THANK – it’s most effective when both the feedback giver and receiver welcome feedback

RESPOND – an agreement to “think about it” is a good start

INVOLVE – what support is needed for improvement? A mentor? Up-skilling? Coaching?

CHANGE – is there a consensus of what to address and improve upon? (or keep strong?)

FOLLOW-UP – schedule “check-ins” or better yet immediately share when you see progress

Positive feedback in most cases is easier to deliver than difficult feedback.  For the “tough” feedback, try and remove emotions and remain fact based:

  • What situation are you addressing?
  • Is there a specific behavior? Describe it.
  • Share what you saw, heard, and felt.
  • Describe the impact of the behavior.

You as a leader have a great opportunity to make a difference and strengthen individuals and teams. You can enhance skills, build relationships, increase collaboration, and inspire commitment and change.

Are you making a difference between “awesome” and “less awesome”?

Once people take ownership over the decision to receive feedback, they’re less defensive about it.
–Adam Grant

09 Jul
[email protected] Change

When Will It End?

When everything seems to be going against you, remember that the airplane takes off against the wind, not with it.—Henry Ford

When will it end? We’re talking about COVID-19 and the impacts to the workplace, and especially to people. Attitudes are wearing thin, motivation is suffering, and not having the ability to function “normally” is taking a toll.

What are you noticing in your workplace? What about in yourself?

In April, IBM polled 25,000+ U.S. adults to assess how COVID-19 and the need to work from home impacted them.

  • 75% said they would like to continue to work from home at least partially
  • 40% of respondents felt it should be an option

Before COVID-19, Video company Owl Labs conducted a study of 1200 workers and found the following benefits:

  • Full-time remote workers reported being happy in their jobs 22% more than workers who never worked remotely
  • Working remotely provided a better work-life balance (91%)
  • Productivity was increased/there was better focus (79%)
  • Less stress (78%)
  • Less daily travel (78%)
  • 43% (by choice) worked more hours than non-remote workers.

So, there is some positive news, but as leaders, how does this impact us?

Leading teams virtually is not new for some, but it does require new leadership skills. Gone are the days of impromptu face to face meetings, walking the floor to assess the pulse of the team, and having an open door policy to encourage communication.

We suggest:

  • Block out time in your calendar for brief check-ins (these are in addition to your regular one on one update sessions)
  • Conduct daily team briefings (no longer than 10 minutes) allowing for immediate needs to be high-lighted. Those involved/impacted can schedule additional time for next steps.
  • Hold weekly team meetings to discuss accomplishments, goal progress/roadblocks, and any resource issues. Encourage “on camera” attendance and plan for 60-90 minutes.

For something new:

  • Ask each team member to share a favorite leadership quote, or to identify a leader they respect, and why
  • Build time for relationship building:
  • What’s new personally?
  • Weddings, births, graduations, etc
  • Any favorite TV shows/series or movies to recommend?
  • Desired travel (once restrictions are lifted)

    When will it end? We have no idea as to COVID-19, but working remotely may continue to grow, so as leaders it’s up to us to help others adapt and thrive. Let us know what’s working well for you.

Life’s challenges are not supposed to paralyze you, they’re supposed to help you discover who you are.—Bernice Johnson Reagon, Composer

02 Jul
[email protected] Leadership

Independence and Courageous Leadership

Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.  –Harry Truman

This year U.S. Independence Day celebrations (generally celebrated July 4th) will likely be different from those in past years. Picnics, beach and lakefront gatherings, parades, and even fireworks are being scaled back in hopes of encouraging social distancing while better managing the possible spread of COVID-19.

So, instead of thinking about the celebrations, let’s focus on the courageous leadership required to obtain Independence. Note: Did you know that 175+ other countries also celebrate Independence Day?

Independence Day events generally honor the sacrifices required to physically separate from old governments/regimes and start fresh.

In most cases these are national holidays and a time for celebration and reflection. It’s also a good time to remember all the courageous leaders that valued the need for change, growth and persistence despite resistance.

In the United States, on July 4, 1776, 56 men met in Philadelphia and passed a resolution declaring their independence from England, allowing for the creation of a new government and new ways of thinking.

These men were true leaders, they were courageous, they were risk takers, and they certainly weren’t fearful of change! They were also committed to motivating and inspiring others to support a new way of life, despite knowing there would be challenges.

Changes in the workplace can’t be compared to the magnitude of changes in governments, but as leaders we can still inspire improvement. What can we make better? Are there new products, processes, or services we can implement? What’s not working well? Have you solicited opinions from colleagues of all levels and listened to their ideas?

Bottom line, are you leading with courage, and are you empowering yourself and others to go beyond where you/they have gone before? (We’ve coined this CourageAbility™). And, what are you doing to inspire others?

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.–John Quincy Adams